Human Resource Management Practices at Sainsbury's: A Critical Analysis
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AI Summary
This report critically examines the human resource management (HRM) practices employed by Sainsbury's, a leading supermarket chain in the UK. It explores the purpose and functions of HRM, analyzes the strengths and weaknesses of different recruitment and selection approaches, and evaluates the effectiveness of key HRM elements in raising organizational profit and productivity. The report also delves into the impact of internal and external factors, including employment legislation, on HRM decision-making. Finally, it provides a job description and person specification for a team leader position at Sainsbury's, demonstrating the application of HRM practices in a work-related context.
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HNBS 303 Human Resource
Management
Student Name:
Student ID:
1
Management
Student Name:
Student ID:
1
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Table of Contents
Assignment 1..............................................................................................................................3
Introduction................................................................................................................................ 3
1.1 Explain the purpose and the functions of HRM, applicable to workforce planning
and resourcing of your selected organisation (P1).................................................................3
1.2 Explain the strengths and weaknesses of different approaches to recruitment and
selection of your selected organisation (P2)..........................................................................4
1.3 Assess how the functions of HRM can provide talent and skills appropriate to fulfil
the business objectives of your selected organisation (M1)...................................................4
1.4 Evaluate the strengths and weaknesses of different approaches to recruitment and
selection of your selected organisation (M2).........................................................................5
1.5 Critically evaluate the strengths and weaknesses of different approaches to
recruitment and selection, supported by specific examples from your selected organisation
(D1). 6
Conclusion..................................................................................................................................7
Assignment 2..............................................................................................................................8
Introduction................................................................................................................................ 8
Task 1: Evaluate the effectiveness of the key elements of Human Resource Management in
an organisation (LO2: P3, P4, M3 & D2) 140...........................................................................8
1.1 Explain the benefits of different HRM practices within your selected organisation
for both the employer and employee (P3)..............................................................................8
1.2 Evaluate the effectiveness of different HRM practices in terms of raising
organisational profit and productivity with examples from your selected organisation (P4).
9
1.3 Explore the different methods used in HRM practices, providing specific examples
to support evaluation in the context of your chosen organisation (M3)................................9
1.4 Critically evaluate HRM practices and application within the context of your
selected organisation, using a range of specific examples (D2)..........................................10
Task 2: Analyse internal and external factors that affect Human Resource Management
decision-making, including employment legislation (LO3: P5, P6, M4 & D3)......................11
2
Assignment 1..............................................................................................................................3
Introduction................................................................................................................................ 3
1.1 Explain the purpose and the functions of HRM, applicable to workforce planning
and resourcing of your selected organisation (P1).................................................................3
1.2 Explain the strengths and weaknesses of different approaches to recruitment and
selection of your selected organisation (P2)..........................................................................4
1.3 Assess how the functions of HRM can provide talent and skills appropriate to fulfil
the business objectives of your selected organisation (M1)...................................................4
1.4 Evaluate the strengths and weaknesses of different approaches to recruitment and
selection of your selected organisation (M2).........................................................................5
1.5 Critically evaluate the strengths and weaknesses of different approaches to
recruitment and selection, supported by specific examples from your selected organisation
(D1). 6
Conclusion..................................................................................................................................7
Assignment 2..............................................................................................................................8
Introduction................................................................................................................................ 8
Task 1: Evaluate the effectiveness of the key elements of Human Resource Management in
an organisation (LO2: P3, P4, M3 & D2) 140...........................................................................8
1.1 Explain the benefits of different HRM practices within your selected organisation
for both the employer and employee (P3)..............................................................................8
1.2 Evaluate the effectiveness of different HRM practices in terms of raising
organisational profit and productivity with examples from your selected organisation (P4).
9
1.3 Explore the different methods used in HRM practices, providing specific examples
to support evaluation in the context of your chosen organisation (M3)................................9
1.4 Critically evaluate HRM practices and application within the context of your
selected organisation, using a range of specific examples (D2)..........................................10
Task 2: Analyse internal and external factors that affect Human Resource Management
decision-making, including employment legislation (LO3: P5, P6, M4 & D3)......................11
2
2.1 Analyse the importance of employee relations in respect to influencing HRM decision-
making in your chosen organisation (P5).............................................................................11
2.2 Identify the key elements of employment legislation and the impact it has upon HRM
decision-making in your chosen organisation (P6)..............................................................11
2.3 Evaluate the key aspects of employee relations management and employment
legislation that affect HRM decision-making in the context of your chosen organisation
(M4)......................................................................................................................................12
2.4 Critically evaluate employee relations and the application of HRM practices that
inform and influence decision-making in the context of your chosen organisation (D3)....12
Task 3: Apply Human Resource Management practices in a work-related context (LO4: P7 &
M5)........................................................................................................................................... 13
3.1 Prepare a job description and person specification for a team leader in your selected
organisation, taking into account legislation and company policies (P7)............................13
3.2 Provide a rationale of having job description and person specification in the
recruitment process in your selected organisation (M5)......................................................13
Conclusion................................................................................................................................14
3
making in your chosen organisation (P5).............................................................................11
2.2 Identify the key elements of employment legislation and the impact it has upon HRM
decision-making in your chosen organisation (P6)..............................................................11
2.3 Evaluate the key aspects of employee relations management and employment
legislation that affect HRM decision-making in the context of your chosen organisation
(M4)......................................................................................................................................12
2.4 Critically evaluate employee relations and the application of HRM practices that
inform and influence decision-making in the context of your chosen organisation (D3)....12
Task 3: Apply Human Resource Management practices in a work-related context (LO4: P7 &
M5)........................................................................................................................................... 13
3.1 Prepare a job description and person specification for a team leader in your selected
organisation, taking into account legislation and company policies (P7)............................13
3.2 Provide a rationale of having job description and person specification in the
recruitment process in your selected organisation (M5)......................................................13
Conclusion................................................................................................................................14
3
Assignment 1
Introduction
Human resources play a key role in the success of an organisation and are responsible for
managing the employees of an organisation such that its productivity can be increased.
Human resource is about dealing with people so that their efficiency can be increased and the
position of the organisation in the market can be improved. The report has been prepared
based on human resource practices of Sainsbury’s.
1.1 Explain the purpose and the functions of HRM, applicable to workforce planning
and resourcing of your selected organisation (P1).
The organisation Sainsbury’s is changing its initiatives with respect to human resource
practices such that morale of its staffs can be improved in order to enhance its productivity
and performance in the market. As per the reports, the organisation stated that it is facing
struggles with respect to its finances as its employees have low moral or motivation. As per
review the employees of the organisation are committed but they do not have high morale
that has become a big obstacle in its way to success (Personneltoday.com, 2019). In order to
manage its workforce effectively, the organisation has started a new scheme of offering
bonuses to its employees so that the employees can be encouraged to be more focussed on the
customers who visits its stores.
The organisation has commenced schemes of rewards and recognition along with the
suggestions that are given by the staffs. The organisation has decided to increase its number
of stores, along with the number of staffs and rescheduling the working hours of the staffs.
The organisation Sainsbury’s has also decided to reduce the number of staffs in its offices so
that the cost that the organisation has to incur cam be reduced and the demands of the
customers can be met effectively. Sainsbury’s encourages online applications that start with
searching online, completing the details, assessing online, conducting interviews and finally
making the decision after final assessment (Sainsburys.jobs, 2019). The human resource
department of the organisation is taking several initiatives in order to make sure that the
organisation can flourish and prosper in its endeavours.
4
Introduction
Human resources play a key role in the success of an organisation and are responsible for
managing the employees of an organisation such that its productivity can be increased.
Human resource is about dealing with people so that their efficiency can be increased and the
position of the organisation in the market can be improved. The report has been prepared
based on human resource practices of Sainsbury’s.
1.1 Explain the purpose and the functions of HRM, applicable to workforce planning
and resourcing of your selected organisation (P1).
The organisation Sainsbury’s is changing its initiatives with respect to human resource
practices such that morale of its staffs can be improved in order to enhance its productivity
and performance in the market. As per the reports, the organisation stated that it is facing
struggles with respect to its finances as its employees have low moral or motivation. As per
review the employees of the organisation are committed but they do not have high morale
that has become a big obstacle in its way to success (Personneltoday.com, 2019). In order to
manage its workforce effectively, the organisation has started a new scheme of offering
bonuses to its employees so that the employees can be encouraged to be more focussed on the
customers who visits its stores.
The organisation has commenced schemes of rewards and recognition along with the
suggestions that are given by the staffs. The organisation has decided to increase its number
of stores, along with the number of staffs and rescheduling the working hours of the staffs.
The organisation Sainsbury’s has also decided to reduce the number of staffs in its offices so
that the cost that the organisation has to incur cam be reduced and the demands of the
customers can be met effectively. Sainsbury’s encourages online applications that start with
searching online, completing the details, assessing online, conducting interviews and finally
making the decision after final assessment (Sainsburys.jobs, 2019). The human resource
department of the organisation is taking several initiatives in order to make sure that the
organisation can flourish and prosper in its endeavours.
4
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1.2 Explain the strengths and weaknesses of different approaches to recruitment and
selection of your selected organisation (P2).
The organisation Sainsbury’s has taken several measures in order to make sure that the
organisation is able to hire quality candidates and can enhance its performance in the market.
The organisation uses the technique of online application in order to hire the best candidates
however the strengths and weaknesses of its various recruitment mad selection practices have
been described below:
Processes Strengths Weaknesses
Online applications ï‚· The process is easy and
has better accuracy
(Smallbusiness.chron.com
, 2019A).
ï‚· Personal contact is not
present in this process.
ï‚· Candidates who do not have
access to computers are
discriminated.
ï‚· Chances of data crashes and
bugs are increased.
ï‚· There are chances of issues
related to security.
Interviews ï‚· Speech can be easily
corrected in this process.
ï‚· It aids to develop strong
relationships.
ï‚· Aids to select a deserving
candidate in the
organisation.
ï‚· Time consuming process.
ï‚· The process is costly
(Thebusinesscommunicatio
n.com, 2013).
ï‚· There is no record of the
process.
Table 1: Strengths and weaknesses of different approaches to recruitment and selection
(Source: Created by the learner)
1.3 Assess how the functions of HRM can provide talent and skills appropriate to fulfil
the business objectives of your selected organisation (M1).
The functions that are practised by the human resource department of the organisation
Sainsbury’s, aids to achieve the objectives that have been set. The function of HRM of
Sainsbury’s and its role in providing talented and skilled people that are required in order to
fulfil its business objectives have been described below:
5
selection of your selected organisation (P2).
The organisation Sainsbury’s has taken several measures in order to make sure that the
organisation is able to hire quality candidates and can enhance its performance in the market.
The organisation uses the technique of online application in order to hire the best candidates
however the strengths and weaknesses of its various recruitment mad selection practices have
been described below:
Processes Strengths Weaknesses
Online applications ï‚· The process is easy and
has better accuracy
(Smallbusiness.chron.com
, 2019A).
ï‚· Personal contact is not
present in this process.
ï‚· Candidates who do not have
access to computers are
discriminated.
ï‚· Chances of data crashes and
bugs are increased.
ï‚· There are chances of issues
related to security.
Interviews ï‚· Speech can be easily
corrected in this process.
ï‚· It aids to develop strong
relationships.
ï‚· Aids to select a deserving
candidate in the
organisation.
ï‚· Time consuming process.
ï‚· The process is costly
(Thebusinesscommunicatio
n.com, 2013).
ï‚· There is no record of the
process.
Table 1: Strengths and weaknesses of different approaches to recruitment and selection
(Source: Created by the learner)
1.3 Assess how the functions of HRM can provide talent and skills appropriate to fulfil
the business objectives of your selected organisation (M1).
The functions that are practised by the human resource department of the organisation
Sainsbury’s, aids to achieve the objectives that have been set. The function of HRM of
Sainsbury’s and its role in providing talented and skilled people that are required in order to
fulfil its business objectives have been described below:
5
ï‚· The vacant positions in the organisation are filled by the human resource department
(HRD) such that the company can operate well with respect to the achievement of its
objectives.
 The human resource department (HRD) of the organisation Sainsbury’s aids to manage its
employees effectively such that their productivity can be enhanced and the performance
of the organisation can be improved.
 The human resource department (HRD) of Sainsbury’s keeps a record of the vacant
positions in the organisation and makes a list of the skills that are required in a person in
order to fulfil the position. In case the positions are not fulfilled the organisation’s
productivity will decrease (Civilserviceindia.com, 2019).
 As soon as the human resource department (HRD) of Sainsbury’s gets the details of the
skills that are required in order to fulfil the position the department starts advertising
about the vacant positions on various portals so that the pool of candidates can be
increased.
ï‚· The human resource department (HRD) then shortlists the suitable candidates after
vigorous assessments and after several rounds of analysis the deserving candidates are
hired in the organisation Sainsbury’s.
1.4 Evaluate the strengths and weaknesses of different approaches to recruitment and
selection of your selected organisation (M2).
The organisation Sainsbury’s has various methods of recruitment and selection in order to fill
the vacant positions effectively. The strengths and weaknesses of the various approaches to
recruitment and selection have been evaluated below:
Methods Strengths Weaknesses
Online applications ï‚· The process is not costly.
ï‚· The speed of cycle of
recruitment is increased.
ï‚· Various vacancies are
managed effectively such
that various processes can
be coordinated properly.
ï‚· A large number of inapt
applications are received in
case the person specification
and job description is not
mentioned aptly.
ï‚· In case the website is not
designed effectively then
the chances of receiving
applications skilled
6
(HRD) such that the company can operate well with respect to the achievement of its
objectives.
 The human resource department (HRD) of the organisation Sainsbury’s aids to manage its
employees effectively such that their productivity can be enhanced and the performance
of the organisation can be improved.
 The human resource department (HRD) of Sainsbury’s keeps a record of the vacant
positions in the organisation and makes a list of the skills that are required in a person in
order to fulfil the position. In case the positions are not fulfilled the organisation’s
productivity will decrease (Civilserviceindia.com, 2019).
 As soon as the human resource department (HRD) of Sainsbury’s gets the details of the
skills that are required in order to fulfil the position the department starts advertising
about the vacant positions on various portals so that the pool of candidates can be
increased.
ï‚· The human resource department (HRD) then shortlists the suitable candidates after
vigorous assessments and after several rounds of analysis the deserving candidates are
hired in the organisation Sainsbury’s.
1.4 Evaluate the strengths and weaknesses of different approaches to recruitment and
selection of your selected organisation (M2).
The organisation Sainsbury’s has various methods of recruitment and selection in order to fill
the vacant positions effectively. The strengths and weaknesses of the various approaches to
recruitment and selection have been evaluated below:
Methods Strengths Weaknesses
Online applications ï‚· The process is not costly.
ï‚· The speed of cycle of
recruitment is increased.
ï‚· Various vacancies are
managed effectively such
that various processes can
be coordinated properly.
ï‚· A large number of inapt
applications are received in
case the person specification
and job description is not
mentioned aptly.
ï‚· In case the website is not
designed effectively then
the chances of receiving
applications skilled
6
candidates might be
reduced.
ï‚· In case the applicants are
not computer savvy then the
process becomes
discriminatory.
Referral schemes ï‚· Retention rate is high in
this case.
ï‚· The cost required in order
to fill the vacant positions
are low in this case.
ï‚· The chances of hiring
high-quality candidates
are increased in this case.
ï‚· The pool of candidates in
this case is limited.
ï‚· The ability to create
diversity in the workforce is
reduced in this case.
ï‚· The focus of the employees
is shifted in other directions
apart from their work.
Table 2: Strengths and weaknesses of different approaches to recruitment and selection
(Source: Randstad.co.uk, 2019)
1.5 Critically evaluate the strengths and weaknesses of different approaches to
recruitment and selection, supported by specific examples from your selected
organisation (D1).
The organisation Sainsbury’s has adopted various methods of recruitment and selection so
that it can fill its vacant positions and the productivity of the organisation can be increased.
The organisation practices several methods of recruitment and selection, the critical
evaluation of its recruitment practices has been done below in the table:
Methods Strengths Weaknesses
Online applications ï‚· Not a costly process as the
organisation does not have
to make huge investments
on it
ï‚· This process of
recruitment is fast as the
applicants who apply in
the organisation through
ï‚· The chances of receiving
applications from unsuitable
employees is increased in
this process since it
happened in several cases
that that the applicants were
not able to understand the
job description and person
7
reduced.
ï‚· In case the applicants are
not computer savvy then the
process becomes
discriminatory.
Referral schemes ï‚· Retention rate is high in
this case.
ï‚· The cost required in order
to fill the vacant positions
are low in this case.
ï‚· The chances of hiring
high-quality candidates
are increased in this case.
ï‚· The pool of candidates in
this case is limited.
ï‚· The ability to create
diversity in the workforce is
reduced in this case.
ï‚· The focus of the employees
is shifted in other directions
apart from their work.
Table 2: Strengths and weaknesses of different approaches to recruitment and selection
(Source: Randstad.co.uk, 2019)
1.5 Critically evaluate the strengths and weaknesses of different approaches to
recruitment and selection, supported by specific examples from your selected
organisation (D1).
The organisation Sainsbury’s has adopted various methods of recruitment and selection so
that it can fill its vacant positions and the productivity of the organisation can be increased.
The organisation practices several methods of recruitment and selection, the critical
evaluation of its recruitment practices has been done below in the table:
Methods Strengths Weaknesses
Online applications ï‚· Not a costly process as the
organisation does not have
to make huge investments
on it
ï‚· This process of
recruitment is fast as the
applicants who apply in
the organisation through
ï‚· The chances of receiving
applications from unsuitable
employees is increased in
this process since it
happened in several cases
that that the applicants were
not able to understand the
job description and person
7
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the website are screened
as soon as they apply.
ï‚· The organisation is able to
manage its vacant
positions effectively since
it can coordinate among
the various steps of
recruitment effectively
and in a better way.
specification properly.
ï‚· The organisation has to
increase its investment on
website because any sort of
failure in its website reduces
the pool of candidates
available.
ï‚· In order to apply online in
Sainsbury’s it is necessary
that the candidates know
how to use computers
otherwise they fail to apply.
Referral schemes ï‚· This process of
recruitment and selection
is a cheap method and
does not incur much cost.
ï‚· Biasness is increased in this
case the person
recommending an applicant
is very powerful.
ï‚· The pool of applicants in
this case is reduced.
Table 3: Strengths and weaknesses of different approaches to recruitment and selection
(Source: Randstad.co.uk, 2019)
Conclusion
The organisation Sainsbury’s has taken several initiatives with respect to human resources in
order to make sure that the efficiency and productivity of its employees can be improved. The
organisation has a policy of treating its employees like consumers so that they can be retained
in the organisation and the performance of the organisation can be leveraged.
8
as soon as they apply.
ï‚· The organisation is able to
manage its vacant
positions effectively since
it can coordinate among
the various steps of
recruitment effectively
and in a better way.
specification properly.
ï‚· The organisation has to
increase its investment on
website because any sort of
failure in its website reduces
the pool of candidates
available.
ï‚· In order to apply online in
Sainsbury’s it is necessary
that the candidates know
how to use computers
otherwise they fail to apply.
Referral schemes ï‚· This process of
recruitment and selection
is a cheap method and
does not incur much cost.
ï‚· Biasness is increased in this
case the person
recommending an applicant
is very powerful.
ï‚· The pool of applicants in
this case is reduced.
Table 3: Strengths and weaknesses of different approaches to recruitment and selection
(Source: Randstad.co.uk, 2019)
Conclusion
The organisation Sainsbury’s has taken several initiatives with respect to human resources in
order to make sure that the efficiency and productivity of its employees can be improved. The
organisation has a policy of treating its employees like consumers so that they can be retained
in the organisation and the performance of the organisation can be leveraged.
8
Assignment 2
Introduction
The human resource department (HRD) of an organisation has several functions like
recruitment, employee engagement; provide a god environment and culture to the employees
of an organisation, managing the payroll of the employees, training and development of the
employees in terms with the laws of employment.
Task 1: Evaluate the effectiveness of the key elements of Human Resource Management
in an organisation (LO2: P3, P4, M3 & D2) 140
1.1 Explain the benefits of different HRM practices within your selected organisation
for both the employer and employee (P3).
The various functions that are practised by the human resource department (HRD) of an
organisation affect its employees as well as the employer. The benefits of functions of human
resource department (HRD) with respect to Sainsbury’s have been explained below:
Employer Benefits:
 It aids to promote positive performance in Sainsbury’s such that the employees of the
organisation follow the code of conduct effectively in the organisation (Chelladurai and
Kerwin, 2018).
ï‚· The human resource department (HRD) aids to develop the employees of the organisation
so that their performance can be improved and the productivity of the organisation can be
increased (Smallbusiness.chron.com, 2019B).
ï‚· The human resource department (HRD) aids to create a workplace or an organisation that
is flexible and makes sure that its staffs are motivated so that they perform better in the
organisation.
Employee Benefits:
 The human resource department (HRD) of Sainsbury’s operates so that it can resolve any
kind of issue that emerges in the organisation and perturb its peace.
 The human resource department (HRD) of Sainsbury’s emphasises on the training and
development of its employees such that the employees can learn new skills and gain more
9
Introduction
The human resource department (HRD) of an organisation has several functions like
recruitment, employee engagement; provide a god environment and culture to the employees
of an organisation, managing the payroll of the employees, training and development of the
employees in terms with the laws of employment.
Task 1: Evaluate the effectiveness of the key elements of Human Resource Management
in an organisation (LO2: P3, P4, M3 & D2) 140
1.1 Explain the benefits of different HRM practices within your selected organisation
for both the employer and employee (P3).
The various functions that are practised by the human resource department (HRD) of an
organisation affect its employees as well as the employer. The benefits of functions of human
resource department (HRD) with respect to Sainsbury’s have been explained below:
Employer Benefits:
 It aids to promote positive performance in Sainsbury’s such that the employees of the
organisation follow the code of conduct effectively in the organisation (Chelladurai and
Kerwin, 2018).
ï‚· The human resource department (HRD) aids to develop the employees of the organisation
so that their performance can be improved and the productivity of the organisation can be
increased (Smallbusiness.chron.com, 2019B).
ï‚· The human resource department (HRD) aids to create a workplace or an organisation that
is flexible and makes sure that its staffs are motivated so that they perform better in the
organisation.
Employee Benefits:
 The human resource department (HRD) of Sainsbury’s operates so that it can resolve any
kind of issue that emerges in the organisation and perturb its peace.
 The human resource department (HRD) of Sainsbury’s emphasises on the training and
development of its employees such that the employees can learn new skills and gain more
9
knowledge thereby aiding them to develop their career (Smallbusiness.chron.com,
2019C).
 The human resource department (HRD) of Sainsbury’s operates such that it can develop
and maintain effective relationships with the employees and make sure that they are
satisfied with the work they do.
 The human resource department (HRD) of Sainsbury’s makes sure that its employees are
well informed regarding any changes or modification that takes place in the organisation
(DeCenzo et al., 2016).
1.2 Evaluate the effectiveness of different HRM practices in terms of raising
organisational profit and productivity with examples from your selected
organisation (P4).
The various HRM practices in Sainsbury’s has an objective of increasing its productivity as
well as profitability as the department operates in order to make sure that the organisation’s
margin of profit can be increased. When it was observed that the organisation was struggling
with respect to its finances then human resource department (HRD) of Sainsbury’s first tried
to figure out its reason behind this (Berman et al., 2019). It was found that the morale of its
employees was low and the demands of its customers were not met effectively. Thus, the
human resource department (HRD) of Sainsbury’s decided to reduce the head count in its
offices and increase the number of employees in its stores in order to increase its profitability
and productivity.
1.3 Explore the different methods used in HRM practices, providing specific examples
to support evaluation in the context of your chosen organisation (M3).
The organisation Sainsbury’s uses various methods with respect to its HR department in
order to make sure that its productivity is increased and its profit margin is increased. In order
to make sure that the organisation can deliver what their customers want the human resource
department (HRD) of Sainsbury’s has changed its process of recruitment to online
applications and adopts several other methods such that its productivity can be increased
(Theguardian.com, 2018). For example, when the organisation realised that it is unable to
perform good due to low morale of employees in the stores the management of the company
decided to increase the number of employees in the stores and decrease the number of
employees in its offices.
10
2019C).
 The human resource department (HRD) of Sainsbury’s operates such that it can develop
and maintain effective relationships with the employees and make sure that they are
satisfied with the work they do.
 The human resource department (HRD) of Sainsbury’s makes sure that its employees are
well informed regarding any changes or modification that takes place in the organisation
(DeCenzo et al., 2016).
1.2 Evaluate the effectiveness of different HRM practices in terms of raising
organisational profit and productivity with examples from your selected
organisation (P4).
The various HRM practices in Sainsbury’s has an objective of increasing its productivity as
well as profitability as the department operates in order to make sure that the organisation’s
margin of profit can be increased. When it was observed that the organisation was struggling
with respect to its finances then human resource department (HRD) of Sainsbury’s first tried
to figure out its reason behind this (Berman et al., 2019). It was found that the morale of its
employees was low and the demands of its customers were not met effectively. Thus, the
human resource department (HRD) of Sainsbury’s decided to reduce the head count in its
offices and increase the number of employees in its stores in order to increase its profitability
and productivity.
1.3 Explore the different methods used in HRM practices, providing specific examples
to support evaluation in the context of your chosen organisation (M3).
The organisation Sainsbury’s uses various methods with respect to its HR department in
order to make sure that its productivity is increased and its profit margin is increased. In order
to make sure that the organisation can deliver what their customers want the human resource
department (HRD) of Sainsbury’s has changed its process of recruitment to online
applications and adopts several other methods such that its productivity can be increased
(Theguardian.com, 2018). For example, when the organisation realised that it is unable to
perform good due to low morale of employees in the stores the management of the company
decided to increase the number of employees in the stores and decrease the number of
employees in its offices.
10
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1.4 Critically evaluate HRM practices and application within the context of your
selected organisation, using a range of specific examples (D2).
The human resource department (HRD) of Sainsbury’s takes several steps in order to boost
the morale of its employees or motivate them such that their performance can be improved.
The organisation emphasises on employee engagement activities and the training activities of
its employees so that the level of their performance can be leveraged (Noe et al., 2018). In
order to motivate the employees and reduce the load on them the organisation decided to hire
more people in its stores such that the shift timings of the employees can be adjusted
accordingly and encourage them various schemes of bonuses as well as schemes of rewards
and recognition.
11
selected organisation, using a range of specific examples (D2).
The human resource department (HRD) of Sainsbury’s takes several steps in order to boost
the morale of its employees or motivate them such that their performance can be improved.
The organisation emphasises on employee engagement activities and the training activities of
its employees so that the level of their performance can be leveraged (Noe et al., 2018). In
order to motivate the employees and reduce the load on them the organisation decided to hire
more people in its stores such that the shift timings of the employees can be adjusted
accordingly and encourage them various schemes of bonuses as well as schemes of rewards
and recognition.
11
Task 2: Analyse internal and external factors that affect Human Resource Management
decision-making, including employment legislation (LO3: P5, P6, M4 & D3)
2.1 Analyse the importance of employee relations in respect to influencing HRM
decision-making in your chosen organisation (P5).
The relationship that the human resource department of Sainsbury’s have with its employees
affects its process of decision-making as the measures that the department takes are focussed
on the performance of its employees (Nescoresource.com, 2019). The decision-making
process of the human resource department of Sainsbury’s is affected by the relation it has
with its employees as better the relation the department has with its employees less are the
chances of emergence of conflicts, higher are the chances of retaining loyal staffs in the
organisation and more is the productivity of the organisation. Therefore, the decision-making
process is affected as if the relation with the employees are not good then the decisions that
the department makes are concerned with the strengthening and improvement of its
relationship with them and it cannot focus on other important aspects thus decreasing its
productivity (Morgeson et al., 2019).
2.2 Identify the key elements of employment legislation and the impact it has upon
HRM decision-making in your chosen organisation (P6).
The components of legislation of employees affect the decision-making process of the
organisation Sainsbury’s in the following ways:
 The human resource department (HRD) of Sainsbury’s cannot practice discrimination
based on caste, creed, race, religion or gender while recruiting or hiring its employees.
 The human resource department (HRD) of Sainsbury’s cannot practice discrimination
based on caste, creed, race, religion or gender in case of training and development of the
employees (Cipd.co.uk, 2019).
 The human resource department (HRD) of Sainsbury’s must make sure that its employees
get maternity leaves in case they are female and paternity leaves in case they are male.
 The working hours of the employees of the organisation Sainsbury’s must not be more
than 48 hours in a week on an average.
ï‚· The organisation has to make sure that its employees get a healthy and a safe environment
to work.
12
decision-making, including employment legislation (LO3: P5, P6, M4 & D3)
2.1 Analyse the importance of employee relations in respect to influencing HRM
decision-making in your chosen organisation (P5).
The relationship that the human resource department of Sainsbury’s have with its employees
affects its process of decision-making as the measures that the department takes are focussed
on the performance of its employees (Nescoresource.com, 2019). The decision-making
process of the human resource department of Sainsbury’s is affected by the relation it has
with its employees as better the relation the department has with its employees less are the
chances of emergence of conflicts, higher are the chances of retaining loyal staffs in the
organisation and more is the productivity of the organisation. Therefore, the decision-making
process is affected as if the relation with the employees are not good then the decisions that
the department makes are concerned with the strengthening and improvement of its
relationship with them and it cannot focus on other important aspects thus decreasing its
productivity (Morgeson et al., 2019).
2.2 Identify the key elements of employment legislation and the impact it has upon
HRM decision-making in your chosen organisation (P6).
The components of legislation of employees affect the decision-making process of the
organisation Sainsbury’s in the following ways:
 The human resource department (HRD) of Sainsbury’s cannot practice discrimination
based on caste, creed, race, religion or gender while recruiting or hiring its employees.
 The human resource department (HRD) of Sainsbury’s cannot practice discrimination
based on caste, creed, race, religion or gender in case of training and development of the
employees (Cipd.co.uk, 2019).
 The human resource department (HRD) of Sainsbury’s must make sure that its employees
get maternity leaves in case they are female and paternity leaves in case they are male.
 The working hours of the employees of the organisation Sainsbury’s must not be more
than 48 hours in a week on an average.
ï‚· The organisation has to make sure that its employees get a healthy and a safe environment
to work.
12
2.3 Evaluate the key aspects of employee relations management and employment
legislation that affect HRM decision-making in the context of your chosen organisation
(M4).
The relation that the human resource department (HRD) of Sainsbury’s has with its
employees along with the employment legislation of the country the United Kingdom affects
its process of decision-making as the department has to make sure that it provides equal
opportunities of training and development as well as selection without being biased. This aids
the department to create and maintain good relations with the employees thereby making sure
that the organisation is giving equal opportunities as well as equal pay or wages to its
employees (Bratton and Gold, 2017). The decision-making process of the human resource
department (HRD) of Sainsbury’s is affected by the legislation of employment as it has to
make sure that the employees or the staffs of the organisation are getting a healthy as well as
safe environment to work.
2.4 Critically evaluate employee relations and the application of HRM practices that
inform and influence decision-making in the context of your chosen organisation (D3).
The human resource department (HRD) of Sainsbury’s has to make sure that they maintain a
good relation with its employees so that they can know the issues that are affecting the
performance of the workers in the organisation. This aids the human resource department
(HRD) of Sainsbury’s to ensure that the staffs are content and happy with the work they do
and have no grievances against it or the organisation (Cascio, 2015). In case the employees
are not happy, the human resource department (HRD) of Sainsbury’s has to make decisions
such that the employees are satisfied with the work they do. The human resource department
(HRD) of Sainsbury’s has to make sure that the decisions it makes are as per the employment
legislations of the country the United Kingdom and it does not violate its policies.
13
legislation that affect HRM decision-making in the context of your chosen organisation
(M4).
The relation that the human resource department (HRD) of Sainsbury’s has with its
employees along with the employment legislation of the country the United Kingdom affects
its process of decision-making as the department has to make sure that it provides equal
opportunities of training and development as well as selection without being biased. This aids
the department to create and maintain good relations with the employees thereby making sure
that the organisation is giving equal opportunities as well as equal pay or wages to its
employees (Bratton and Gold, 2017). The decision-making process of the human resource
department (HRD) of Sainsbury’s is affected by the legislation of employment as it has to
make sure that the employees or the staffs of the organisation are getting a healthy as well as
safe environment to work.
2.4 Critically evaluate employee relations and the application of HRM practices that
inform and influence decision-making in the context of your chosen organisation (D3).
The human resource department (HRD) of Sainsbury’s has to make sure that they maintain a
good relation with its employees so that they can know the issues that are affecting the
performance of the workers in the organisation. This aids the human resource department
(HRD) of Sainsbury’s to ensure that the staffs are content and happy with the work they do
and have no grievances against it or the organisation (Cascio, 2015). In case the employees
are not happy, the human resource department (HRD) of Sainsbury’s has to make decisions
such that the employees are satisfied with the work they do. The human resource department
(HRD) of Sainsbury’s has to make sure that the decisions it makes are as per the employment
legislations of the country the United Kingdom and it does not violate its policies.
13
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Task 3: Apply Human Resource Management practices in a work-related context (LO4:
P7 & M5)
3.1 Prepare a job description and person specification for a team leader in your selected
organisation, taking into account legislation and company policies (P7).
Job description
Position: Team lead in customer service
Job Overview: Handle a team of 6 people and make sure that their performance is as per the
standard. Make sure that the team members are motivated so that the expected sales can be
met effectively.
Duties and responsibilities:
ï‚· Make sure that the paperwork is completed effectively
ï‚· Train and develop the team members effectively so that expected sales can be achieved
ï‚· Make and submit reports to the top levels of management
ï‚· Ability to handle the issues or the complaints of the employees as well as the customers
ï‚· Ensure that the finances and accounts are managed effectively
ï‚· Order inventories as per requirement
ï‚· Make sure that the events of promotion and advertisements are organised effectively
Person Specification
ï‚· Educational Qualification: Graduate or Post-graduate in any field, Doctorates need not
apply
ï‚· Experience: 4 to 6 years
ï‚· Skills: Excellent communication and customer handling skills
ï‚· Characteristics: Must have excellent interpersonal and sales skills
3.2 Provide a rationale of having job description and person specification in the
recruitment process in your selected organisation (M5).
The job description is required to be given so that the applicants before applying for the
position of team leader in customer service in Sainsbury’s can evaluate themselves or their
skills with respect to the requirement. It will aid them to judge their own capabilities with
respect to the requirement that the organisation Sainsbury’s for the position of team leader.
14
P7 & M5)
3.1 Prepare a job description and person specification for a team leader in your selected
organisation, taking into account legislation and company policies (P7).
Job description
Position: Team lead in customer service
Job Overview: Handle a team of 6 people and make sure that their performance is as per the
standard. Make sure that the team members are motivated so that the expected sales can be
met effectively.
Duties and responsibilities:
ï‚· Make sure that the paperwork is completed effectively
ï‚· Train and develop the team members effectively so that expected sales can be achieved
ï‚· Make and submit reports to the top levels of management
ï‚· Ability to handle the issues or the complaints of the employees as well as the customers
ï‚· Ensure that the finances and accounts are managed effectively
ï‚· Order inventories as per requirement
ï‚· Make sure that the events of promotion and advertisements are organised effectively
Person Specification
ï‚· Educational Qualification: Graduate or Post-graduate in any field, Doctorates need not
apply
ï‚· Experience: 4 to 6 years
ï‚· Skills: Excellent communication and customer handling skills
ï‚· Characteristics: Must have excellent interpersonal and sales skills
3.2 Provide a rationale of having job description and person specification in the
recruitment process in your selected organisation (M5).
The job description is required to be given so that the applicants before applying for the
position of team leader in customer service in Sainsbury’s can evaluate themselves or their
skills with respect to the requirement. It will aid them to judge their own capabilities with
respect to the requirement that the organisation Sainsbury’s for the position of team leader.
14
The person specification has been provided such that the policies of the organisation can be
strictly adhered, the minimum requirements are met effectively and prejudice or biasness
cannot be practised.
Conclusion
The human resource department (HRD) of Sainsbury’s operates in order to enhance the
productivity or efficiency of the organisation such that its sales can be increased and its
margin of profit can be augmented. The human resource department (HRD) of Sainsbury’s
operates so that its employees are efficient in the work they do as well as content with it. The
motto of human resource department (HRD) of Sainsbury’s is to ensure that the yield of its
employees is enhanced so that the organisation can be benefitted overall.
15
strictly adhered, the minimum requirements are met effectively and prejudice or biasness
cannot be practised.
Conclusion
The human resource department (HRD) of Sainsbury’s operates in order to enhance the
productivity or efficiency of the organisation such that its sales can be increased and its
margin of profit can be augmented. The human resource department (HRD) of Sainsbury’s
operates so that its employees are efficient in the work they do as well as content with it. The
motto of human resource department (HRD) of Sainsbury’s is to ensure that the yield of its
employees is enhanced so that the organisation can be benefitted overall.
15
Reference List
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Bratton, J. and Gold, J., 2017. Human resource management: theory and practice. Palgrave.
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16
Berman, E.M., Bowman, J.S., West, J.P. and Van Wart, M.R., 2019. Human resource
management in public service: Paradoxes, processes, and problems. CQ Press.
Bratton, J. and Gold, J., 2017. Human resource management: theory and practice. Palgrave.
Cascio, W.F., 2015. Managing human resources. McGraw-Hill.
Chelladurai, P. and Kerwin, S., 2018. Human resource management in sport and recreation.
Human Kinetics.
Cipd.co.uk (2019). Employment Law | CIPD. [online] Available at:
https://www.cipd.co.uk/knowledge/fundamentals/emp-law [Accessed 11 Jun. 2019].
Civilserviceindia.com (2019). Civilserviceindia.com. Retrieved 11 June 2019, from
https://www.civilserviceindia.com/subject/Management/notes/hrm-functions.html
DeCenzo, D.A., Robbins, S.P. and Verhulst, S.L., 2016. Fundamentals of Human Resource
Management, Binder Ready Version. John Wiley & Sons.
Morgeson, F.P., Brannick, M.T. and Levine, E.L., 2019. Job and work analysis: Methods,
research, and applications for human resource management. Sage Publications.
Nescoresource.com (2019). The Importance of a Strong Employer/Employee Relationship |
Articles | Careers at Nesco Resource. [online] Nesco Resource Careers. Available at:
https://nescoresource.com/articles/details/the-importance-of-a-strong-employeremployee-
relationship/99/ [Accessed 11 Jun. 2019].
Noe, R.A., Hollenbeck, J.R., Gerhart, B. and Wright, P.M., 2017. Human resource
management: Gaining a competitive advantage. New York, NY: McGraw-Hill Education.
Personneltoday.com (2019). Sainsbury's rethinks people strategy in bid to turn business
around - Personnel Today. [online] Personnel Today. Available at:
https://www.personneltoday.com/hr/sainsburys-rethinks-people-strategy-in-bid-to-turn-
business-around/ [Accessed 11 Jun. 2019].
Randstad.co.uk. (2019). What are the different recruitment methods? | Randstad.co.uk .
[online] Available at: https://www.randstad.co.uk/workforce360/archives/different-
recruitment-methods-advantages-disadvantages_1453/ [Accessed 11 Jun. 2019].
16
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Need help grading? Try our AI Grader for instant feedback on your assignments.
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17
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disadvantages-online-application-process-employees-23507.html [Accessed 11 Jun. 2019].
Smallbusiness.chron.com. (2019B). How Do Human Resources Managers Benefit Employees
in an Organization?. [online] Available at: https://smallbusiness.chron.com/human-
resources-managers-benefit-employees-organization-10431.html [Accessed 11 Jun. 2019].
Smallbusiness.chron.com. (2019C). Effects of HRM on Workplaces. [online] Available at:
https://smallbusiness.chron.com/effects-hrm-workplaces-41697.html [Accessed 11 Jun.
2019].
Thebusinesscommunication.com (2013). Advantage and disadvantage of interview. [online]
The Business Communication. Available at:
https://thebusinesscommunication.com/advantage-and-disadvantage-of-interview/ [Accessed
11 Jun. 2019].
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17
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